Workforce at 31 December 2024 by geographical area and by business line
| 2024 | 2023 | 2024/2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|
| VINCI Autoroutes | VINCI Airports | Other concessions | VINCI Energies | Cobra IS | VINCI Construction | VINCI Immobilier and holding cos. |
Total | % | Total | Change | |
| France (*) | 5,365 | 735 | 617 | 43,133 | 148 | 54,347 | 1,712 | 106,057 | 37.3% | 104,623 | +1.4% |
| Spain | - | - | - | 1,700 | 22,782 | 1,009 | - | 25,491 | 9.0% | 24,800 | +2.8% |
| Germany | - | - | 114 | 15,746 | 189 | 4,858 | 11 | 20,918 | 7.4% | 19,399 | +7.8% |
| United Kingdom | - | 3,840 | 3 | 1,344 | 56 | 8,891 | - | 14,134 | 5.0% | 12,947 | +9.2% |
| Central and Eastern Europe | - | 899 | 84 | 5,570 | 35 | 8,101 | - | 14,689 | 5.2% | 15,519 | −5.3% |
| Rest of Europe | - | 3,116 | 148 | 19,487 | 2,105 | 2,567 | 8 | 27,431 | 9.6% | 25,510 | +7.5% |
| North America | - | 468 | 324 | 4,283 | 271 | 9,830 | - | 15,176 | 5.3% | 14,926 | +1.7% |
| Central and South America | - | 2,152 | 879 | 4,296 | 15,182 | 11,250 | - | 33,759 | 11.9% | 32,902 | +2.6% |
| Africa | - | 345 | - | 2,528 | 555 | 7,836 | - | 11,264 | 4.0% | 14,327 | −21.4% |
| Asia and Middle East | - | 992 | 372 | 2,867 | 736 | 4,995 | - | 9,962 | 3.5% | 8,574 | +16.2% |
| Oceania | - | - | - | 1,636 | 323 | 3,686 | - | 5,645 | 2.0% | 5,740 | −1.6% |
| Total | 5,365 | 12,547 | 2,541 | 102,590 | 42,382 | 117,370 | 1,731 | 284,526 | 100.0% | 279,266 | +1.9% |
At 31 December 2024, VINCI’s workforce consisted of 57,226 managers (20.1% of the workforce) and 227,300 non-managers (79.9% of the workforce). Managers are defined as people who are in charge of leading teams and employees placed under their responsibility and/ or who have know-how and expertise that give them a significant level of autonomy and responsibility, confirmed by their professional experience or higher education qualifications.
The percentage of female staff remained stable at 17% in 2024, while the proportion of women managers increased to 23.6% in 2024 from 23.1% in 2023 (see under “Metrics and targets – Gender equality” in paragraph 3.1.3.3, “Equal opportunities, the foundation for VINCI’s culture”, page 251).
Workforce at 31 December 2024 by category, gender and business line
| 2024 | 2023 | 2024/2023 | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|
| VINCI Autoroutes | VINCI Airports | Other concessions | VINCI Energies | Cobra IS | VINCI Construction | VINCI Immobilier and holding cos. |
Total | % | Total | Change | |
| Managers | 1,180 | 1,677 | 831 | 21,350 | 5,423 | 25,723 | 1,042 | 57,226 | 20.1% | 54,728 | +4.6% |
| Men | 724 | 1,098 | 560 | 16,635 | 4,090 | 20,099 | 502 | 43,708 | 76.4% | 42,091 | +3.8% |
| Women | 456 | 579 | 271 | 4,715 | 1,333 | 5,623 | 540 | 13,517 | 23.6% | 12,636 | +7.0% |
| Other | - | - | - | - | - | 1 | - | 1 | 0.0% | 1 | - |
| Non-managers | 4,185 | 10,870 | 1,710 | 81,240 | 36,959 | 91,647 | 689 | 227,300 | 79.9% | 224,538 | +1.2% |
| Men | 2,508 | 7,331 | 908 | 69,331 | 32,717 | 79,240 | 197 | 192,232 | 84.6% | 190,165 | +1.1% |
| Women | 1,677 | 3,539 | 802 | 11,908 | 4,242 | 12,403 | 492 | 35,063 | 15.4% | 34,356 | +2.1% |
| Other | - | - | - | 1 | - | 4 | - | 5 | 0.0% | 17 | −70.6% |
| Total | 5,365 | 12,547 | 2,541 | 102,590 | 42,382 | 117,370 | 1,731 | 284,526 | 100.0% | 279,266 | +1.9% |
| Men | 3,232 | 8,429 | 1,468 | 85,966 | 36,807 | 99,339 | 699 | 235,940 | 82.9% | 232,256 | +1.6% |
| Women | 2,133 | 4,118 | 1,073 | 16,623 | 5,575 | 18,026 | 1,032 | 48,580 | 17.1% | 46,992 | +3.4% |
| Other | - | - | - | 1 | - | 5 | - | 6 | 0.0% | 18 | −66.7% |
Workforce at 31 December 2024 by age
Types of employment contract: employees and temporary workers
Within the workforce, at end-2024, 262,186 staff were employed under permanent job contracts or site contracts, and 22,340 under non-permanent job contracts (work-based training and fixed-term contracts in France). VINCI promotes the integration of young people on work-based training programmes. In 2024, 8,025 young people received training under work-based programmes within the Group. Work-based training programmes are defined as employment contracts that alternate between time spent in the workplace and time in an educational institution (school, university, training centre). The proportion of employees on contracts without guaranteed hours is not significant at Group level.
Alongside its employees, Group companies engage temporary workers (“non-employee workers”) to address the cyclical nature of activities and temporary fluctuations, depending on the circumstances. In 2024, 23,891 temporary staff (full-time equivalent) worked for VINCI, a 4% decrease from 2023.
